Flexible Workweek. The District may have an operational need to establish a flexible workweek for current unit members. A flexible workweek is defined as any five (5) work days in a regular calendar week (Sunday through Saturday). The assigned schedule of a flexible workweek shall be fixed and consistent throughout the assignment except as noted below for holidays. A flexible workweek shall be initiated by the District and commenced upon by mutual agreement of the unit member and his/her immediate management supervisor. A flexible workweek shall not be imposed on an existing employee against his or her will. The District may establish a flexible workweek for vacant positions prior to the time of hire. Unit members who either work Saturday and/or Sunday in a flexible workweek shall receive shift differential premium pay in the amount of one hundred ($100) per month for each month of the flexible workweek.
Flexible Workweek. The Employer may institute a rolling 4-day x 10-hour workweek or modified rolling 4-day x 10-hour workweeks with Sundays off. The Employer is not required to pay overtime for the ninth and ten hours worked per day during such workweeks.
Flexible Workweek. 10 & 12 Hour Shifts. Employees assigned to a 10 or 12-hour shift may request to use flextime within the same workweek. Employees may receive flextime with prior Organization Manager approval under the following conditions:
Flexible Workweek. At the request of either the County or the Union, the parties agree to meet and confer on flexible workweek/day arrangements. The County of Fresno and SEIU – Local 535 agree to hold an interest-based bargaining session within sixty (60) days of the approval of the MOU. The purpose of the session will be to explore the mutual benefits of implementing flexible schedules for employees assigned to Child Protective Services, as well as employees in the Eligibility Worker and Appraiser classification series. TRANSFER OF COUNTY FUNCTIONS When advanced knowledge of the impact of pending changes in function, organization, or operations is available which will result in the abolition of positions, or when there is any major reassignment of functions from one department to another or to another agency, within the scope of the Personnel Rules, management will make an intensive effort to either reassign or transfer affected employees to other positions in order to retain their services. In the event the County enters into any agreement with another public employer or private entity which involves the transfer of functions now being performed by employees in this representation unit, or the law provides for the transfer of functions now being performed by employees in this Unit to another public or private agency, the County will advise such public or private entity of the existence and terms of this MOU, and will immediately advise the Union of such agreement or law. It is mutually understood and agreed that such notification is simply for informational purposes and shall in no way be construed as obligating the new employer to recognize the Union as a bargaining agent for its employees; and that the intent of this notification is not to require that the new employer abide by terms of this MOU, but rather as an assistance in apprising the new employer of working conditions which have been in effect with the County.
